Culture and employees selection assessment

Ensuring that the employee’s culture does not have any negative impact on the results of any assessment in a global operation. This is key to ensure that there is no individual whose potential is intimidated because of culture. As a manger it is right to ensure that before any step towards the assessment is taken I would begin with workshops and trainings. This would help in equipping the employees with ways to make healthy adjustments and acquire high critical thinking which would make sure that the individual’s culture doesn’t negatively impact the selection assessment (Browaeys, & Price, 2008).

I believe strongly that cooperate culture and teamwork can be shaped by putting in place working and effective training programs. This will also call for having well equipped and skilled training staffs to help improve the employees in all aspects. Also encouragements like having rewards for those who really show and are actively portraying the teamwork behavior in them (Browaeys, & Price, 2008). Promotions would also work where those employed individuals who demonstrate success within the culture are given the opportunities to hold greater responsibilities. This will encourage more of them to seek improvement to get awards.

The human resource management body also has a part in this as one of the areas it covers. In this case there is much details which goes deep to classification of employees which is important. This includes of categories like parent country, host country and the third country national (Michael, 2012). There is also more emphasis placed in choosing the right candidate to carry out a certain task in the company. This is balancing between sensitivity to practices of local labor and consistency of internal cooperate. This is all additional to what already exists in what have been learnt for the whole week, which is key in ensuring appropriateness in choosing and getting the right personnel to work in a certain docket.

This week a better understanding of what global selection is and how it should be done to yield maximum was highlighted. This is especially on major issues like selection across cultures and how to manage cultural issues in assessment centres (Michael, 2012). There was also focus on the issues associated with creating a selection system where strong social network is key to be considered. This is also where need for cross-cultural skills was emphasized due to the way the workplaces are becoming diverse. This studies are key and in what is expected of managers in the field for optimum outcomes from all employees found fit in different dockets.  

References

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Browaeys, M.-J., & Price, R. (2008). Understanding cross-cultural management. Harlow, England: Financial Times/Prentice Hall.

Michael, M. H,. (2012). Handbook of research in International Human Resource Management.

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